Facilitator nameOrganisation name

Supported by funding from the Australian Government - Department of Immigration and Citizenship under the Settlement Grants Program funding program

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Cultural Awareness in Volunteering Programs: Workshop Outline

• Why we need cultural awareness• Our Values and Opportunities• Benefits to the Organisation• Benefits to Communities

• How to develop cultural awareness• Understanding cultures• Understanding cultural adaptation

• How to work across cultures• Hints for fostering acceptance and belonging • Working together; finding the 3rd Culture

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Why We Need Cultural Awareness in Volunteering Programs

• Our Values • Service• Respect

• Inclusion

• Our Opportunities• Build awareness and use of our services• Develop strong community relationships• Attract volunteers from new communities

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Cultural Diversity in Volunteering: Key Statistics* for South Australia

• 21% born in more than 200 countries: • 10% from English-speaking countries• 11% from non-English speaking countries

• Top 10 new migrant source countries: • United Kingdom, India, China, Philippines, Afghanistan,

South Africa, Korea, Malaysia, Vietnam and Iran

• Other new and emerging communities: • Sudan, Thailand, Congo, Burma, Bhutan, Iraq, Kenya,

Liberia, Zimbabwe, Burundi and Ethiopia*ABS Census 2006

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The Benefits to Our Organisation of Developing Cultural Awareness

• Better understanding of the needs and views of the wider community

• Engagement with new communities

• Improved community awareness of our values, goals and services

• Stronger community relationships based on the values of mutual understanding, respect, acceptance and belonging

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The Benefits to Our Organisation of Developing Cultural Awareness

• Ability to recruit and support volunteers from culturally diverse backgrounds who bring us

• New perspectives• New skills• Languages • Knowledge of and networks in new and emerging

community cultures

• A wider pool of potential volunteers and future staff

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The Benefits to Culturally Diverse Community Members of Volunteering

• Increased understanding of available services among diverse communities

• Increased understanding of and adjustment to Australian society

• Improved English and communication skills

• Increased relationships and networks

• Increased sense of acceptance and belonging

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To Attract and Support Culturally Diverse Volunteers We Need To;

• Understand the nature of culture and its influence on relationships

• Learn about our own and other cultures

• Inform culturally diverse communities about our services, values and opportunities

• Adapt our recruitment and support processes to meet culturally unique needs

• Help recently arrived volunteers understand our national and organisational cultures

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Understanding the Motivations of Culturally Diverse Volunteers

• Motivations to volunteer are common across all cultures

• Volunteering is seen in different ways but ‘helping the community’ is a universal value

• Length of residence in Australia, age and gender influence volunteers’ motivations more than their cultural background does

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Understanding the Motivations ofCulturally Diverse Volunteers

Volunteers who are recent arrivals to Australia tend to be more motivated by;

• Sense of duty to the broader community

• Making social contacts and having fun

• Improving English skills

• Gaining skills and work experience

• Gaining acceptance and a sense of belonging

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Understanding the Motivations ofCulturally Diverse Volunteers

Volunteers who have been in Australia for a longer time tend to be more motivated by;

• Helping their own communities

• Personal satisfaction

• Putting spiritual beliefs into practice

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Understanding the Motivations ofCulturally Diverse Volunteers: Stages of Settlement in a New Country

1. Survival

2. Establishment

3. Embracing their immediate community

4. Moving into the wider community. This can be assisted by volunteering.

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Steps that Volunteer Organisations Can Take During the Stages of Settlement

• Raise awareness. Explain ‘how we are relevant to you’

• Clearly express our organisation’s values: community safety, water safety, family health, healthy sport, helping vulnerable people, saving lives

• Seek to match your organisation’s values, with those of the community and members

• Act to build trust

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Ways of engaging with communities

• Speak with community groups about the role of the organisation and its services

• Create ‘new’ volunteering roles that provide a bridge between organisations and communities

• Review orientation and training information for plain English and simplicity

• Review internal policies and procedures• Cultural awareness training for current volunteers and staff

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Key Points: Culturally Diverse Volunteers

• Are available and want to volunteer

• Bring extra value to your organisation

• Will value what your organisation represents

• Want to learn more about the culture of volunteering in Australia

• May need your organisation to provide culturally

aware support

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Understanding CultureWhat is "Culture"?

• The learned and shared behaviour of a society

• A society’s ‘common sense’

• A society’s set of distinctive spiritual, material,

intellectual and emotional features

• “It’s the way we do things around here.”

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Cultural Diversity in Australia:Group Profile

Group Profile

• Your name

• Your country of birth

• Your parents’ country or countries of birth

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Cultural Diversity in Australia:Community Profile

Community Profile

• Which culturally diverse communities do you and others

in the organisation work with?

• Which newly arrived culturally diverse communities

might we work with in future?

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Understanding Cultural Differences High Context Low Context Cultures Cultures

Spanish Greek Italian

Arabic English African USA

Vietnamese Australian Indian SwedishChinese German

Aboriginal Organisational Cultures Cultures

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Understanding CultureGeneralising vs Stereotyping

• When we study and compare cultures we need to make general observations of the way people do things.

• But we also need to remember we are dealing with individuals, not cultures.

• It is necessary to understanding the difference between generalising and stereotyping.

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Generalising vs Stereotyping

• Grouping elements to form logical categories to make sense of a complex world• Australians tend to

be individualistic• Germans tend to

value efficiency and formality

• U.S. Americans tend to praise personal success highly

• Categorising people as a group, ignoring individual differences• Australians are

selfish• Germans are

uptight• Americans are

show-offs

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Understanding "Culture"

The central question to ask about different cultural views and actions is:

“Why?”

Why do ‘they’ do things that way?

Why do ‘we’ do things this way?

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The Four Basic Elements of Cross-Cultural Communication

Verbal Behaviour What we say and how we say it • Accent & tone

• Volume & rate • Idiom & slang

Non-Verbal Behaviour What we say without talking • Body language• Object language• Environmental language

Communication Style How we prefer to express ourselves • Making a point• Ways of speaking• Ways of interacting

Values and Attitudes What we believe is right • Beliefs & feelings• Ethics & standards• Prejudices

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Verbal Behaviour

Accent “I love/can’t stand that accent!”

Tone of Voice “Don’t take that tone with me!”

Volume “Why do they talk so loudly?”

Rates of Speech “Australians talk so fast!”

Joking “Just kidding. Can’t you take a joke?”

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Verbal Behaviour

Jargon “Downsizing. Ramp up.”

Slang “Bludger. Whinger.”

Swearing “G’day you old bastard.”

Metaphors “Don’t beat around the bush.”

Idioms “Pull your socks up.”

Proverbs “Too many cooks spoil the broth.”

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Non-Verbal Behaviour: Body Language Questions

• How far apart do people normally stand?

• How much eye contact is expected?

• How much do people touch each other?

• What do gestures mean?

• How do people greet each other?

• How do people physically show respect?

• How do facial expressions convey meaning?

• What are personal hygiene expectations?

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Non-Verbal Behaviour: Object Language

• Signs and designs carry cultural messages. e.g hats, flags, tatoos, crosses or crescents

• Objects and artifacts have significant meanings; e.g. roses, art, monuments, medals

• Different dress standards are expected

• Adornments and accessories send signals about

the wearer

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Non-Verbal Behaviour: Environmental Language

• Colours can be very significant:e.g.red for wealth, blue for piety, yellow for royalty

• Architecture and town design influences and reflects society

• People need differing amounts of personal space in public, in the workplace, in homes

• Styles of buildings, office layout, furniture and lighting send messages

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Communication Style

• Ways of stating your case: direct or roundabout

• Tolerance of silence

• Use of humour and irony

• Speech rules, politeness, turntaking in conversation

• Different meanings of ‘yes’ and ‘no’

• Structuring information, views of what is logical: particular, general

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Values and Attitudes

What we believe is right.

How we feel about the world and how we judge other people

and situations.

Values are the least visible element of cross-cultural

communication.

“Keep your eye on the things that cannot be seen.” Confucius

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Values and Attitudes

• [Our Organisation’s] Values• Insert• Insert• Insert

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All Cultures Share Core Human Values

• Respect for human dignity

• Respect for basic rights

• Good citizenship

• The Golden Rule: Do unto others…

These values are expressed and upheld in culturally different ways.

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The Dimensions of Cultural Values High Context Low Context Cultures Cultures

Spanish Greek Italian

Arabic English African USA

Vietnamese Australian Indian SwedishChinese German

Aboriginal Organisational Cultures Cultures

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The Dimensions of Cultural Values

• High Context Cultures• Members share and need to have a deeper, more

complex body of understood experience and assumptions as the basis of cooperation. “Who you are”

• Low Context Cultures• Members have and need less shared knowledge as

basis for cooperation. Defined roles and codes take the place of assumptions. “What you do”

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Values and Attitudes

High Context Cultures

• Collectivist• Being• Long term view• Given status• Verbal agreements• Formal

Low Context Cultures

• Individualist• Doing• Short term view• Achieved status• Written agreements• Informal

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Understanding Cross-Cultural Adaptation

• Immigrants: Change by choice• Own decision. Preparation. Resources. Networks.• Stronger sense of identity, self-worth, competence,

security, belonging and acceptance. Looking forward.

• Refugees: Change by chance• Others’ decision. Little or no preparation. No or very few

resources and networks.• Strong sense of self-reliance but weaker sense of

identity, self-worth, competence, security, belonging and acceptance. Looking backward.

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5 Stages of Cultural Adaptation

• Most people experience distinct psychological stages when adapting to a new culture, from first contact to full adjustment.

• Some people adapt more easily and quickly than others.

• Understanding that it is a common experience helps us to adjust to new cultures and enables us to help others adjust to Australian culture.

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Common Fears About Entering Another Culture

• Making a fool of oneself

• Being ridiculed, offended or embarrassed

• Embarrassing or offending someone  

• Giving or getting wrong information 

• Making or forming a bad impression 

• Becoming or appearing confused

• Being excluded, rejected, lonely

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Understanding Australian Culture

Newcomers to a culture take time to understand;

• The basis of relationships; equality, individualism, status

• Informality and formality

• Ways of handling conflict

• Humour

• Gender and generational relationships

• Language; verbal and non-verbal

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Stages of Cultural AdaptationStage 1: Contact/ Honeymoon

• Differences are interesting

• We are insulated by our own culture

• Perceptions of new culture screened by own culture

• Excitement, stimulation, discovery

• Curious, assured, positive

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Stages of Cultural Adaptation Stage 2: Disintegration/Disorientation

• Differences have more impact and begin to intrude on our sense of well-being

• We miss the cultural support of our home culture

• We misread or miss new cultural cues

• We may feel confused, isolated, apathetic, inadequate. We lose some self-esteem

• We may become depressed, withdrawn

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Stages of Cultural AdaptationStage 3: Reintegration/Irritability and Hostility

• We begin to reject and criticise the new culture

• We can feel angry, nervous, anxious, frustrated

• We become pre-occupied with our likes and dislikes

• We become more self-assertive, opinionated

• Growing self-esteem and determination

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Stages of Cultural AdaptationStage 4: Autonomy/Adjustment & Integration

• We recognise and understand the differences and similarities

• We become more self-assured, confident, relaxed, warm to others

• We can negotiate most new situations

• We feel assured of our ability to deal with new experiences in the new culture

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Stages of Cultural AdaptationStage 5: Independence/Biculturality

• We become more accepting of differences and similarities, valuing the diversity within our adopted society

• We are able to fully express our personality with trust, humour and affection

• We are once again fully capable of choice, and of creating meaning for situations

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The Intensity of the Cultural Adaptation Experience Increases when…

• Cultures and languages are very different

• We are immersed in the new culture

• We feel isolated from our own culture

• We have little intercultural experience

• Our expectations are not met

• We are visibly different from the majority

• We have lost status, power and control

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Cultural Adaptation: Questions for Volunteer Involving Organisations

• What stages of adaptation are being experienced among the community?

• Do staff and other volunteers understand the effects and stages of cultural adaptation?

• How can we best respect the feelings of recently arrived volunteers and support them in adapting to Australia and our organisation?

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Cross-Cultural Bridge Building: The Iceberg Metaphor

Visible: Words & Actions

Invisible:

Values & Attitudes

A B

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Cross-Cultural Bridge Building: The Iceberg Metaphor

• Culture A: Visible• Little eye contact• Low volume speech

• Invisible: Values • Respect• Politeness

• Interpretation of B• Aggressive & Rude

• Culture B: Visible• Direct eye contact• High volume speech

• Invisible: Values • Equality• Directness

• Interpretation of A• Evasive & Weak

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Cross-Cultural Bridge Building

• Talk about and explain your feelings and reactions to observed words and actions

• Ask about the other’s feelings and reactions to your words and actions

• Explore and agree on ways of communicating that are mutually comfortable and acceptable

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Key Factors for Cross-Cultural Bridge Building

• Understand your own cultural values, assumptions and expectations• Why do we behave the way we do?

• Learn about those of other cultures • Why do they behave the way they do?

• Discover ways to work as equals• Discuss and explain key differences• Find the ‘Third Culture’

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Cross-Cultural Bridge Building Finding the Third Culture

1 2

3

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Cross-Cultural Bridge Building: Finding the Third Culture

When people from differing cultures meet and talk about their preferred ways of communicating and working, they start to build a bridge of understanding between them that enables them to work together as equals in a ‘third culture’

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Hints for Engaging with Culturally Diverse Communities

• Develop cultural awareness programs that send a clear message;

Example: “Surf Life Saving is a unique and welcoming organisation.

On The Same Wave is about making sure everyone knows this.

No special treatment, just a special welcome.”

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Linking personal and organisational values through volunteering

• Having an alignment between a volunteer’s values and your organisation’s is important

• A successful volunteering experience =

• Matching the individual’s values with those of your organisation and

• Helping your organisation fulfill its mission

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Hints for Engaging with Culturally Diverse Communities

• Learn about your local communities and build relationships

with them

• Engage community leaders to help you inform members of your services and your volunteering opportunities

• Communicate face-to-face

• Involve volunteers from diverse cultural backgrounds in communications and relationship building with communities

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Hints for Engaging with Culturally Diverse Communities

• Advertise your programs and volunteering opportunities

• Use ethnic media: radio & newspapers

• Use on line volunteer matching services

• Translate promotional materials into community languages

• Network with councils, resource centres and multicultural staff in other organisations to support volunteers and communities

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Hints for Engaging with Culturally Diverse Communities

• Build cultural awareness into your recruitment process to make it easier for volunteers to get involved

• Clearly promote the benefits of volunteering

• Reduce the paperwork or complete it during the interview

• Use plain language and explain key terms; for example: ‘volunteering’ is another way of saying ‘helping your community’

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Hints for Engaging with Culturally Diverse Communities

• Build cultural awareness into your workplace culture to ensure all volunteers feel they are accepted and belong.

• Communicate your values and your inclusive policies and practices to all members

• Provide cultural awareness training and key information about local community groups

• Support culturally diverse volunteers through mentoring, training and recognition

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Cultural Awareness in Volunteering: Close

Involving volunteers from diverse cultural and linguistic

backgrounds can bring many benefits to our organisation and

the communities we serve.

Developing our cultural awareness will help us reap the

benefits that Australia’s rich diversity has to offer.

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Cultural Awareness in Volunteering

• Questions

• Discussion

• Where to from here?

• Feedback and Evaluation